Six Conversations You Must Start
Most business transformations focus exclusively on changing structures, processes, and metrics. But lasting change emerges from changing conversations. The language patterns in your organization literally create its future possibilities.
There are six specific conversations that, when intentionally structured and sequential, can transform your organizational culture:*
The Invitation Conversation creates engagement by offering people genuine choice about their participation.
The Possibility Conversation shifts focus from problems to be solved to futures worth creating.
The Ownership Conversation moves from blame to personal responsibility with questions like "What is my contribution to the very situation I complain about?"
The Dissent Conversation creates space for doubts and concerns, transforming them from underground resistance to constructive input.
The Commitment Conversation moves from vague aspirations to specific promises that create shared accountability.
The Gifts Conversation recognizes the unique contributions each person brings, moving from deficiency to appreciation.
When implemented sequentially, these conversations create a fundamentally different implementation experience to one where change isn't something done to people but created with them.
The most successful implementations I've witnessed weren't distinguished by better tools or metrics but by these better conversations that engaged people's hearts and minds in creating something worth caring about.
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*Derived from Community: A Structure of Belonging by Peter Block, 2008.
